Recruiters Heres How to Choose the Right Job Title

Recruiters Heres How to Choose the Right Job Title Ever seen a job ad searching for an employee with an unusually creative title? Then after reading the ad, you find out that the employer is simply looking to fill a very common position by giving it a unique title to make it sound more appealing? If you’re like most people, you probably asked yourself, “Well, why didn’t they just call the position by the name everyone knows?” Most recruiters have seen this many times. An employer will decide that since their company thrives on “outside-the-box” thinking and encourages unique and creative ideas inventing a radical title for a decidedly non-glamorous position will send the outside-the-box thinkers rushing to apply. Unfortunately, employers who do this are not taking something very important into consideration â€" unique position titles only make it harder to find candidates who are searching for jobs, as they often never reach their targeted audience. Call it as you see it On Indeed.com, there are currently 3,399 job ads seeking Rock Stars. As annoying as this term has become when used metaphorically, employers need to ask themselves whether this is really the most appropriate choice of titles in order to place their job listing at the top of the list of a prospective employee’s job search results. While it may result in a brief pause and a few smiles for those perusing the website, most job seekers search job boards using targeted keyword searches based on their skills and job titles. And let’s face it, not even Mick Jagger would search CareerBuilder using the term Rock Star! I am a big advocate of the K.I.S.S. principle â€" Keep It Simple, Stupid. When advertising an open position, it is important for employers to put themselves in the shoes of the job seeker. What job title will get their position in front of the most candidates? What titles will the ideal candidates most likely be searching for when they log onto common job boards? These are the titles that the employer will want to focus on in the job ad. Just because your company refers to the Receptionist as a Director of First Impressions, or the Website Designer as a Cyber Ninja, doesn’t mean that candidates looking for those positions will search job boards using those titles. In fact, there’s nothing in either of those titles that a candidate would likely include in his or her keyword search when scouring the internet for prospective jobs. In the end, employers should consider the results before advertising for a Ninja, Guru, Super Hero, Wizard, Evangelist, Maven, Warrior, or any other ridic ulous title. Understanding is key Obviously, for employers who absolutely insist on a unique job title, there are ways to still get their ad in front of the right candidates. One way, for example, is to include several relevant keywords throughout the ad, resulting in the ad appearing in job searches matching the position’s duties and qualifications, regardless of the actual title. However, consider this â€" in a recent survey by Monster UK, 64 percent of job applicants said they would not apply for a job if they didn’t understand the title. So aside from the fact that a uniquely titled position is less likely to reach the right candidates, once it does, they are less likely to apply to it. It works both ways For those job seekers reading this, the same principles hold true for resumes and social media profiles. Currently, there are 287 Twitter users who describe themselves as Social Media Freaks in their bios. While it may show enthusiasm, perhaps it’s not the best way to make a first impression on a prospective employer. Granted, one can assume that these people are not seeking employment. However, any recruiter can attest to the number of people who accept job offers they were never even looking for. So why close the door of opportunity? Don’t let creativity hinder your search So what is the conclusion to all of this? When advertising for a candidate to fill an open position, use standard terminology. Conduct a search on a few popular job boards for the position you’re looking to fill and see what titles appear the most consistently. Those are the titles that are most likely getting the most traffic, and will therefore yield the best results. Once you have found that perfect candidate, if giving him or her a unique and individualistic job title meets with your company culture and is acceptable to the candidate, then by all means, let your freak flag fly! But when beginning the candidate search process, remember to think like a job seeker, not like a trailblazer. Whats the strangest job title youve come across? Let us know in the comments below!

The Unusual Team-Building Methods of Famous Bosses

The Unusual Team-Building Methods of Famous Bosses For many of us, the phrase ‘team building’ will conjure up ideas of building straw structures to resemble bridges, thinking up an ‘interesting’ fact about ourselves or performing trust falls. While these activities may be traditional team building methods, today’s workforce are open to a much wider variety of activities which have just as effective results. What does it achieve? The goals of team building activities can be varied, from improving communication amongst colleagues, to increasing cohesion or boosting morale. Activities can be tailored to suit one particular purpose, or may try to encompass all of the above. For example, activities where colleagues must interact with each other in order to achieve a certain goal would help to improve communication and problem-solving skills. However, nowadays, team building days are becoming increasingly centred around colleagues coming together to have some fun. What kind of methods are used in team building? Team building activities can take a wide array of formats, including the weird and the wonderful. This infographic from Colonial Life explores the unusual methods opted for by some of the world’s most famous bosses. For example, the head of British insurance company Admiral gets employees to participate in a game called ‘egg roulette’, which sees individuals smash an egg onto their head. The idea is that one in six eggs isn’t hard boiled, so employees are participating in a game of chance. Admiral aren’t alone in their love of unusual team building techniques: Coca Cola’s employees have participated in flash mobbing, those at Facebook can take part in sailing around Boston Harbour and the Food Truck Challenge is a favourite of Yahoo! employees. How does this apply to me? While every business is unlikely to have the same kind of budget as the likes of Facebook, Uber or Yahoo! for team building, there are ways to apply their ethos to your business. For a start, as we can see, team building needn’t be stuffy or corporate, in fact most businesses seem to shy away from this method. Instead, many businesses try to disguise team building as socialising or participating in something that’s so much fun that it doesn’t really feel like it’s work-related. It is important to understand what you want to be gained from these activities, thinking about both the business as a whole and the individual. For many businesses, team building is about bringing people together, sometimes particularly allowing for cross-department socialising. In a big company, it can be easy to go weeks or months without talking to someone who sits in the same office, just because they aren’t working on the same project as you. Therefore, team building days can be a great way of getting colleagues to regroup and strengthen ties between departments. What other activities could we do? The choice of team building exercises is one best made based on the aims of the activity, but also the personality of the company and its employees. For example, for a young or particularly active workforce, activities such a white water rafting or rock climbing could bring out the best in people. Whereas, others may find that a simple company-wide picnic, or inter-team dining experience is the best way forward. Whatever you choose to do to bring out the best in your employees or to hone new skills, it needn’t be dull, as the infographic below shows. About the author: Jessie Avery is an insurance agent and representative of Colonial Life. They regularly provide advice and opportunities for small business owners.

Personal Brands It Dont Mean a Thing - Personal Branding Blog - Stand Out In Your Career

Personal Brands It Don’t Mean a Thing - Personal Branding Blog - Stand Out In Your Career Great parties, like great sex, depend on variety. Different styles, attitudes, even intentions: spice it up â€" give it that zing. Really great parties, like great sustainable romance, need surprise, along with the two other key elements of happiness: pleasure and meaning. So if your life or your job is no party: you know what to do. How often do you surprise the people around you? How often are you surprised? Do you bring them pleasure? How often do your bring them pleasure: brilliant work, letting them go home while you take the late shift, or cleaning up after the big project goes out? How often do the people around you bring you pleasure? And meaning: what are you doing? Are you just making money? Not good enough to sustain your effort. You’ve got to make meaning; ideally you’re making it with the people you work with. We just celebrated two birthdays with a great party on Saturday night: my boyfriend and his dad share a birth date. They are separated by 21 years and typically 3,000 miles. So Dad bridged the gap and flew into LA with Mom. And, we invited our 35 of our closest friends, who brought 15 strangers who are now friends. I dubbed it the “Meet the Parents Day” party. Here’s what’s cool. Guests ranged from 20 to 85 years of age. We had a mash up of personal brands. Outgoing, smart, funny, pious, ambitious, lay back, experienced, newbies, literate, and kinetic. We had dueling men of the cloth (actually 5 religions present), attorneys, business owners, professional athletes, students, receptionists, our maintenance man at work, and a guy who raises exotic lizards (who knew?). Twenty countries represented if you include this generation and back one more to ancestors. There isn’t a composite that would represent “friend” in our lives: not anything that could be combined to become a persona that we could recognize as people we adore. As a marketer, that stings: we like target markets that act alike, think alike, and buy alike. In the house on Saturday, the only thing we all had in common was we were glad to be together. We laughed, ate, sang, chatted, took photos, drank a bit and some of us: a bit too much. We built a cupcake holder in the middle of dinner, filled it and then ate the contents. Our clean-up crew didn’t show: so the partiers danced and did dishes to heavy metal music. It was like being in camp, making a show, being players and audience, being chefs and hoppers, eating and then doing KP. Not a thing Life doesn’t mean a thing, if you don’t get that zing. When was the last time you danced and did dishes? I hope really often. Get outside your personal brand and the tribe you always hang with: so you can see how you mesh, complement, clash, and makes a mess with people who are so not like you. Go out of your way to like them. Find something to enjoy in even the challenging people around you. This is your party. It’s life and work, friends and family, staying home and traveling, working out and eating too much. You can have it all, if you venture out. Give yourself a way to mix it up, surprise yourself and others, give and get pleasure and always seek to make and find meaning. The birthday boys nearly forgot to open presents. That’s how great a party can be. Author: Nance Rosen is the author of Speak Up! Succeed. She speaks to business audiences around the world and is a resource for press, including print, broadcast and online journalists and bloggers covering social media and careers. Read more at NanceRosenBlog. Twitter name: nancerosen.

Executive Job Search Tips

Executive Job Search Tips If you are a senior-level professional you need to approach your job search with the same precision and planning that you afford all of your other major project work.   Today’s job search â€" especially at the senior and executive levels â€" revolves heavily around networking and targeted information sharing.  A few key tips to kick off your executive level job search include: Invest in branded, targeted, and professionally written career marketing tools (resume, cover letter, executive biography, and LinkedIn profile). An old resume from  10 or 20 years ago will never make the cut (heres why).   Collaborate with a professional resume strategist to flesh out your unique value proposition and identify what sets you apart. Ditch the job boards and get networking.    The majority of  jobs at the senior level are not advertised online or  filled through online applications.  To learn about best-fit opportunities you will need to start connecting and inquiring   tap into your network and build upon your business relationships to detect  openings. Embrace social media.     If you have been resistant to join, you need to modernize your thinking and prove that you are savvy with current technologies.   Leaders, from all major companies around the world, are involved in social media â€" you will be expected to be as well! Leverage LinkedIn.   Key decision makers are on LinkedIn and regularly source candidates from this site; avoid missing opportunities to connect and advance.  Build a solid base of connections online to expand your network.  Ensure your LinkedIn profile is polished and precisely aligned with all of your other career tools and messaging. Executive Job Search Tips If you are a senior-level professional you need to approach your job search with the same precision and planning that you afford all of your other major project work.   Today’s job search â€" especially at the senior and executive levels â€" revolves heavily around networking and targeted information sharing.  A few key tips to kick off your executive level job search include: Invest in branded, targeted, and professionally written career marketing tools (resume, cover letter, executive biography, and LinkedIn profile). An old resume from  10 or 20 years ago will never make the cut (heres why).   Collaborate with a professional resume strategist to flesh out your unique value proposition and identify what sets you apart. Ditch the job boards and get networking.    The majority of  jobs at the senior level are not advertised online or  filled through online applications.  To learn about best-fit opportunities you will need to start connecting and inquiring   tap into your network and build upon your business relationships to detect  openings. Embrace social media.     If you have been resistant to join, you need to modernize your thinking and prove that you are savvy with current technologies.   Leaders, from all major companies around the world, are involved in social media â€" you will be expected to be as well! Leverage LinkedIn.   Key decision makers are on LinkedIn and regularly source candidates from this site; avoid missing opportunities to connect and advance.  Build a solid base of connections online to expand your network.  Ensure your LinkedIn profile is polished and precisely aligned with all of your other career tools and messaging. Executive Job Search Tips If you are a senior-level professional you need to approach your job search with the same precision and planning that you afford all of your other major project work.   Today’s job search â€" especially at the senior and executive levels â€" revolves heavily around networking and targeted information sharing.  A few key tips to kick off your executive level job search include: Invest in branded, targeted, and professionally written career marketing tools (resume, cover letter, executive biography, and LinkedIn profile). An old resume from  10 or 20 years ago will never make the cut (heres why).   Collaborate with a professional resume strategist to flesh out your unique value proposition and identify what sets you apart. Ditch the job boards and get networking.    The majority of  jobs at the senior level are not advertised online or  filled through online applications.  To learn about best-fit opportunities you will need to start connecting and inquiring   tap into your network and build upon your business relationships to detect  openings. Embrace social media.     If you have been resistant to join, you need to modernize your thinking and prove that you are savvy with current technologies.   Leaders, from all major companies around the world, are involved in social media â€" you will be expected to be as well! Leverage LinkedIn.   Key decision makers are on LinkedIn and regularly source candidates from this site; avoid missing opportunities to connect and advance.  Build a solid base of connections online to expand your network.  Ensure your LinkedIn profile is polished and precisely aligned with all of your other career tools and messaging.

13 Common Questions to Ask When Hiring a Mobile App Developer CareerMetis.com

13 Common Questions to Ask When Hiring a Mobile App Developer It is predicted that over4.68 billionpeople will own a smartphone by 2019. With technology escalation, business processes have changed for good. Mobile apps are now integral to businesses, building stronger relationships with customers and stakeholders. Developing a mobile app for business requires a huge investment, requiring enterprises and startups to find efficient mobile app developers. The process of hiring the right app developer can be time-consuming and frustrating, but worth the hassle.It is challenging for enterprises and startups to find the right app development company. It is important to do your research and discuss it with the app developer before hiring one. The questions must revolve around app developers’ experience, skills, portfolio, vision, and more.evalHere I’m listing some questions that you must ask shortlisted app developers to get an idea of their expertise:1) Ask for the App Developer’s Portfolio It is a reasonable question to ask to have a clear ide a about the candidate’s potential for delivering your required app. You must use and test the apps that were developed by the candidate. Also, mobile app developers should be eager to show theirprevious work.It will help you in analyzing what they did and if it is relevant to what you’re looking for.They should also explicitly demonstrate their role in developing that particular app and how it is relatable to what you’re looking for. App developers should openly talk about their previous work; it shows their confidence and passion for their work. If they do not show or talk about it in detail, then maybe they aren’t the best fit for your project. 2) Ask Mobile App Developers about their ClientsTo be sure whether the app developers have designed an app or not, a list of clients can be asked. Talking directly to clients will verify the apps that app developers claim to develop. This question also gives an opportunity to know about their devotion and responsiveness towards thei r work.You can inquire from clients if the app developers delivered the project within the budget, met the deadlines, performed well under pressure, and hurdles both sides have faced along the way. Find out mutual connections and ask them about the app developers’experience, abilities, and ethics of work.3) Ask for Similar Mobile Apps Developed BeforeIt is essential to know if the developer has created a similar app before or if it’s the first time dealing with your industry or type of app. It is recommended to find app developers with relevant experience, saving you the trouble. Have a look at the app developed before and analyze the developer’s experience and expertise on it. If not, then clearly explain the project requirements. Discuss the app design, functions, and features you want in your app.4) Ask about the Platform for Your Mobile App iOS and Android cater to different target audiences and offer unique features. To provide an exceptional experience to users, you must choose the right platform for your app. Ask the developer to recommend the platform according to your business needs and target audience. You may develop the app for both platforms if your target audience is active on both iOS and Android devices.5) Ask about the UI/UX of Your Mobile App evalUI/UX of an app is equally important, as are the features and functionality. One of the best ways to make your app stand out from2.47 millionof apps, is to have an exceptional app design that enhances user experience. Different developers will have a different approach for designing UI/UX of an app, so it is important to discuss beforehand. The right design will attract and retain users and boost the overall experience for app users. 6) Ask the Costs of Developing Your Mobile App App development requires quitea hefty investment, especially for custom-built mobile apps. Compromising on the quality because of budget constraints will ruin your app idea entirely. It is essential for the client and developers to have a clear understanding of app features and the costs of developing it. Also, make sure you have a proper breakdown of the total costs. The mode of payment should also be discussed beforehand in order to avoid conflicts in the future.7) Ask about the Time Required to Complete the Mobile AppThe project completion timeline depends on the features of the app, the development team, and more. Every development and designing task must have a deadline to track its progress. Mention the commencement date of the project. Discuss the estimated time required by each task from initial development to its launch. Ensure that the app developer strictly works within your deadline.Furthermore, you must find an app developer who shall finish the app within due time. Technology is rapidly changing and evolving. During the development cycle, new technology may pop up, especially if your app developers are taking forever to develop. That reminds me that you should discuss with the devel opers if they are capable of accommodating any new technology that emerges during the development phase.8) Ask about the Communication MethodsevalAsk the developers on how app progress and feedback will be communicated between the parties. Communication is essential during the app development process. To address flaws and errors in the app design, make communication consistent. Developers must update you about task completion and exchange feedback, so the app keeps improving during the development phase. Schedule meetings with the development team to suggest changes required by the app. Constant communication will ensure the app is being designed according to your expectations.9) Ask for Mobile App Testing ProcessesOnce the application is developed, it is essential to test it. The testing process makes sure that all the features implemented are working appropriately. Ask your developer about the testing procedures and time required for quality assurance. Make sure the development te am understands the significance of app testing and pays sufficient attention and time towards it. Also, don’t rush into launching your app. Take your time to test it thoroughly before introducing it to the audience.10) Ask about Mobile App MaintenanceMaintenance is mandatory to ensure that the app runs smoothly at all times. Once the app is tested and launched on the app stores, it requires regular maintenance and updates to keep users engaged. Regular maintenance includes fixing bugs, upgrading the app to the latest versions, improving UI/UX, and more. Ask your developer about the services included in the maintenance program. Also, discuss maintenance services includes in the total costs of app development as well as about the periodic maintenance packages.11) Ask about the Monetization of Your App50% revenue of businesses is generated through their mobile apps. Discuss the possibilities of monetization and how it will be implemented in the design of the app. Also, discuss how it impacts the user experience of the app.There are several ways to earn; for instance, you can charge for downloading your app, or you can offer some features for free and some paid. You can also offer your app free for some months and then ask for a subscription fee if the user wishes to use it further. All these monetization ways must be planned with the developer to generate maximum revenue from your app.12) Ask about the Ownership of the AppMost clients forget to discuss the ownership rights of their mobile apps and end up in some major trouble. As soon as the app is completed, the app developer must give you all the rights to the app. A written document can be signed between you and the app developer in case any conflict arises in the future. The document should state that the code, design, features, and all content belongs to you.13) Ask about the Future App Updates Mobile apps may require frequent updates, but upgrading depends on various factors. It is essential to discuss ho w often your app will require updates by the developer. Some don’t find the need to update an app, and some do it every other month, depending on the requirements. Discuss all the factors beforehand, including the costs associated with it. Also, talk about the type of updates required, such as a change in technology that you’re using, additional features, changing designs, or more. Your developer must plan the update process according to your business needs.Let’s Get Started with Your Mobile App Development!Hiring the wrong mobile app developer will waste your time, efforts, and money. With a vision to develop a successful app, one must look deep into app developers’ techniques, expertise, work history, communication skills, and understanding of the target audience. Mobile app developers you hire must have a transparent work process and developed a successful app by bringing your dream into reality.evalFinding the right mobile app developers is challenging and requires resea rch before investing your time and money into one. The questions will help you find an efficient mobile app developer.

Ask for Help, Please

Ask for Help, Please Children, almost instinctively, know how to ask for help. Most young children know when they are in over their heads and freely ask or demand a little help please, Mom!. Sure, there are times, when they want to test the waters and do crazy things on their own, likeplaying with baby powder, climbing trees, riding bikes with long pants that get caught in the chain, but, they know when to ask for help. As they get older and try crazy things, weve taught them to ask for help. Call me if you need a ride. (I dont think I ever made that call, it would have been too embarrassing.) Which leads to job search. Are you not using your instincts to ask for help because it would be too embarrassing? Really, what is the worst, most embarrassing part of asking someone for help? They may think you are stupid, or better yet, they may think you are quite wise. Think about the last time you were lost while driving.How much time did you waste trying to figure it out on your own? How much time could you have saved if you had stopped and asked for directions (help)? Yesterday, a desperate job seeker called me and asked to meet.He had gotten himself stuck in a tree of sorts. He didnt say why or how I could help. He did say he wanted to network. To his credit, he did use referral names to warm-up the call.If he had only been honest with himself and me and said, My job search isnt going well and I need someone to evaluate what I can do differently, I could have offered more helpful advice. Asking to network isnt asking for help, really. The help most job seekers need is a good kick in the pants. Oh, did I just say that, oops. Seriously, if a job seekerwas spending over 35 hours a week in search, meeting with 5 or more people a week, tweeking over 10 resumes a week,proactively pursuing targeted employers, they would be asking for motivational or organizational help. In other words, most job seekers arent putting forth a consistent effort to look for work. It comes in spurts. Motivation spawns more activity, de-motivation causes lack of activity. When you are down, demotivated, depressed, disgruntled- ask for help. Help from friends, family, professionals. Be honest about the help you need and people will respond.

How to Write a Resume For a Nonprofit Christian Organization

How to Write a Resume For a Nonprofit Christian OrganizationWriting a resume for a nonprofit Christian organization can be a challenge for the professional. This is because of the fact that most people who work in this field are already very busy with their other commitments. Therefore, when they come across a writing a resume for a nonprofit Christian organization, they will need to deal with an inexperienced and unsure writer. A person that has had experience with writing resumes will have more success with the job.In order to succeed in writing a resume for a nonprofit Christian organization, one should keep the following in mind. First of all, be specific. The more specific a resume is, the better.Second, remember that you can write about your previous experiences working for a nonprofit organization. For example, if you worked for a children's home, or youth group, or for an English as a second language program, or as a summer camp director, or as a health specialist, you can li st these experiences as part of your career history. You should also include things like volunteer work you did as a counselor, for example.The next thing to remember is that it is very important to understand the requirements of the job you are applying for. Write about what you have done that relates to the position that you are applying for. Be sure to include references of places you have been and other personal information that you feel would help the interviewer to make a decision.It is very important to use a professional reference at the beginning of your resume. There are many nonprofit professionals out there who can provide references for the companies who want them. When you use references as part of your resume, they will not only prove to be helpful to you on the interview but they will also show the interviewer that you have actually worked in the nonprofit field.Finally, you must be very careful not to include any personal business. Remember that the secretary of a n onprofit will want to know about any extracurricular activities you may have participated in during your college or university days. Try to stay away from things like children's groups and youth groups that are not related to your work for a nonprofit organization.The last thing to remember is that your job will be based on your ability to communicate and present yourself professionally. This means that you should try to avoid putting down your shortcomings and exaggerating your strengths. As a result, you should try to make your resume as professional looking as possible. Try to make all your references and attachments match your profession.Writing a resume for a nonprofit Christian organization is no easy task, especially for the first-time applicant. However, the better candidates will find that they will be given a shot at getting hired at a reputable company.